(PsycInfo Database Record (c) 2021 APA, all rights reserved).The cognitive attentional syndrome (CAS), a multidimensional construct that consists of maladaptive forms of self-regulation, is central to the metacognitive model. Despite the CAS's central importance to the metacognitive model, as well as evidence that components of the CAS are risk factors for the development of emotional disorders, a psychometrically sound self-report measure that accounts for the multidimensional nature of the CAS has yet to be developed. The present set of studies details the development and initial validation of the Multidimensional Cognitive Attentional Syndrome Scale (MCASS). In study 1, a pool of 69 items, assessing the seven self-regulation strategies of the CAS, was administered to U.S. adults recruited through a crowd-sourcing website (N = 323). Structural analyses supported the proposed 7-factor solution and three items with the highest loadings on each factor, without salient cross-loadings, were retained. In Study 2, adult participants (N = 389) completed a battery of self-report measures, including the retained 21 MCASS items. The reduced item pool was examined using both first- and second-order measurement models. The 7-factor first-order measurement model and the second-order measurement model, with each of the first-order factors loading on a higher-order construct (i.e., CAS), provided adequate model fit. Each of the seven, first-order factors exhibited significant loadings on the second-order construct. Convergent, discriminant, and concurrent validity analyses further supported the construct validity of the MCASS scale scores. The MCASS may be particularly useful for examining the theoretical underpinnings of the metacognitive model, as well as for more comprehensive clinical monitoring of the CAS. (PsycInfo Database Record (c) 2021 APA, all rights reserved).Research indicates that whereas ingratiation directed toward one's supervisor enhances employee-supervisor social exchange quality, it diminishes social exchange quality with those who observe this behavior, such as team members. However, because researchers have largely overlooked the role of social context in shaping supervisors' and teammates' reactions to ingratiatory employees, current understanding of how ingratiation plays out in complex organizational settings may be incomplete, and perhaps misleading. https://www.selleckchem.com/products/tucidinostat-chidamide.html In this study, we augment a social context perspective with social exchange theory to propose that comparative levels of ingratiation, determined by the focal employee's ingratiation in the context of other team members' ingratiation, shape social exchange quality with supervisors and teammates. The results from a multi-wave multi-source field study of 222 employees and their supervisors from 64 teams show that higher levels of ingratiation relative to other team members increases the employee's social exchange quality with the supervisor, whereas congruence between the employee's and other team members' ingratiation enhances social exchange quality with team members. We also find that relative ingratiation and ingratiation congruence increase citizenship received from supervisors and team members, respectively, via social exchange quality with the corresponding actor(s). Overall, our research contributes to a more complete understanding of ingratiation, especially in regard to how reactions to this behavior are largely a function of the social context in which it occurs. (PsycInfo Database Record (c) 2021 APA, all rights reserved).There continues to be disagreement about whether financial incentives help or harm performance, especially in interesting tasks. Although the Jenkins, Mitra, Gupta, and Shaw (1998) meta-analysis finds a positive effect of incentives, including in interesting tasks (reported ρ ^ = +.34; our computed δ = +.79), a more recent and widely cited meta-analysis by Weibel et al. (2010) reports, in contrast, a negative effect (δ = -.13) of incentives on performance in interesting tasks. Thus, the effect size for interesting tasks differs by .92 standard deviation (SD) between the two meta-analyses, a very large difference. We incorporate primary studies from these two meta-analyses and other sources in a new, more complete meta-analysis of incentives-performance in interesting and noninteresting tasks. We also examine additional key moderators (incentive intensity, how motivation-driven performance is, and autonomy). We find that the incentives-performance relationship is positive in both interesting (δ = +.58) and noninteresting tasks (δ = +.52). In addition, we find that the positive incentives-performance relationship is robust to not only task interest, but also to incentive intensity, how motivation-driven performance is, and autonomy. However, the incentives-performance relationship is less positive for performance measured as quality, especially in interesting tasks. We provide suggestions for future research. (PsycInfo Database Record (c) 2021 APA, all rights reserved).Objective While the U.S. adult smoking rate has declined, Black smokers disproportionately face more barriers to accessing brief effective tobacco cessation treatments compared with other racial groups. This study developed and tested the effects of a novel, evidence-based, brief smoking intervention culturally targeted for disadvantaged Black smokers (ClinicalTrials.gov ID NCT04460417). Method In this randomized controlled trial, primarily low-income Black non-treatment-seeking smokers (N = 204, 51% female) were randomized to enhanced care (EC) or treatment as usual (TAU). The EC group received a 30-min session with personal feedback on smoking, education on health outcomes and tobacco advertising targeting Black smokers, and nicotine replacement therapy (NRT) starter kits. TAU included provision of self-help materials. Primary outcome was motivation to change smoking behavior, and secondary outcomes included NRT knowledge and use, quit attempts, and number of cigarettes smoked per day. Data were collected at baseline, 1- and 6-month follow-ups. Results Compared with TAU, EC increased motivation to change (p = .02), accuracy in NRT knowledge, (p less then .001), NRT use (p = .01), and likelihood of making a serious quit attempt as well as reduced cigarettes smoked per day (p less then .01) through 6-month follow-up. Conclusions A brief motivational intervention for Black non-treatment-seeking smokers increased motivation to change smoking and resulted in improvements in NRT knowledge, use, and quit-relevant behaviors. Findings support cultural-targeting and provision of NRT to enhance motivation in Black smokers to reduce cultural and institutional barriers to tobacco cessation. (PsycInfo Database Record (c) 2021 APA, all rights reserved).